How Authentic Leadership Promotes Job Performance? The Mediating Role of Organizational Climate

Hidayati, Tetra; Ilmi, Zainal; Kasuma, Jati

doi:10.18280/ijsdp.170507

Cited by 9 publications

(11 citation statements)

References 68 publications

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“…Human resources can survive because they have managerial competence, namely the ability to plan company vision and strategy as well as the ability to get and direct other resources to realize the vision and implement company strategy (Hidayati et al, 2022).…”

Section: Hr Competencementioning

confidence: 99%

Influence of HR Competence and Organizational Culture on Employee Performance in the Regional Financial and Asset Board of Paser Regency

Mariyani

Aripin

Darmanto

2023

IJCSE

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Today, employee performance is not only determined by organizational culture, but also competency skills. Speaking of institutional progress, the key internal aspect that must be developed is HR competency. Then, another internal pillar is the strategy to create a harmonious organizational culture climate. This paper serves to determine the causality between HR competence and organizational culture on employee performance. Quantitative models by path analysis are implemented to investigate direct as well as indirect linkages. The study motif focuses on a survey approach that digs up information about variable items to employees at the Regional Financial and Asset Board of Paser Regency. A total of 66 respondents were invited to be interviewed openly. The sample is sampling in nature, where the population size is <100 informants. Supporting equipment uses questionnaires and documentation sessions. Empirical results found that HR competence and organizational culture have a significant effect on employee performance, where the statistical output explains that ρ <0.05. Then, the SPSS output also concludes that HR competencies play a role in a pattern of significant linkages between HR competencies and employee performance (ρ <0.05). Finally, this paper contributes to a theoretical and practical extension to the stakeholders. Expectations on the future agenda need to consider other elements outside the model discussed, which have implications for the performance of government officials.

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Section: Hr Competencementioning

confidence: 99%

Influence of HR Competence and Organizational Culture on Employee Performance in the Regional Financial and Asset Board of Paser Regency

Mariyani

Aripin

Darmanto

2023

IJCSE

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“…Individual work performance appraisals are, thus, primarily focused either on objective measures of work productivity (such as the number of days absent, number of specific actions, or outputs stored in organizational records) or on subjective assessments of the quantity and quality of work by the employees themselves, colleagues, or supervisors [47]. Moreover, employee performance results from work that can improve organizational performance, where employees are an asset to an organization to generate significant profits [48]. Campbell,McHenry [49] developed a framework in which five dimensions describe performance: 1) core technical skills, 2) general skills, 3) effort and leadership, 4) personal discipline, and 5) physical fitness.…”

Section: Work Performancementioning

confidence: 99%

Antecedents and Consequences of Innovative Work Behavior in Indonesian Higher Education During the COVID-19 Pandemic

Astuti¹,

Haryono²,

Harsono³

et al. 2023

IJSDP

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The COVID-19 pandemic has brought various social impacts on the higher education service industry (Higher Education Institutions/HEIs). Changes in the online learning process provide the reality of job stress and the demands of innovative behavior to demonstrate performance at HEIs in Indonesia also require innovative employees as a new approach to work. This study examined how the direct effect of workplace happiness on innovative work behavior and innovative work behavior to work performance, by placing job stress as a mediator on workplace happiness to innovative work behavior. The purposive sampling was employed with the criteria of permanent lecturers and having a National Lecturer Identification Number. This study employed a survey method by which a total 354 lectures of private HEIs participated (Muhammadiyah and Aisiyah College). The research model was tested using PLS_SEM Modelling and descriptive-interpretive coding. The results uncovered that workplace happiness had a positive effect on innovative work behavior, workplace happiness had a negative effect on job stress, job stress had a negative effect on innovative work behavior, innovative work behavior had a positive effect on work performance. In addtion, the mediation result was supported, where job stress mediate the effect of workplace happiness on innovative work behavior.

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“…Significa, que el desempeño laboral varía proporcionalmente en función a las características positivas o negativas del clima organizacional. Este resultado es similar al trabajo de (Hidayati et al, 2022) donde manifiestan que el desempeño mejora positiva y significativamente conforme al clima organizacional, ésta a la vez, depende del impacto de un liderazgo auténtico. Por lo tanto, promover un ambiente laboral que genere la necesidad de comprometerse con el trabajo es fructífero para obtener mejores resultados a través de un desempeño esperado.…”

Section: Relación Entre Clima Organizacional Y Desempeño Laboralunclassified

Clima organizacional y desempeño laboral en una Caja Municipal

Cuya

2023

IRJ

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El presente estudio se realizó con el propósito de determinar el grado de relación entre el clima organizacional y el desempeño laboral en una Caja Municipal, bajo la siguiente consideración metodológica, enfoque cuantitativo, tipo básica, nivel correlacional y el diseño no experimental transversal correlacional. De igual forma, se recorrió al método hipotético deductivo donde se especificó una hipótesis para contrastar mediante análisis estadístico y determinar si debe ser aceptada o rechazada. Respecto a la población y muestra se tuvo la participación de 30 colaboradores, elegidos a través del muestreo no probabilístico. La técnica y su instrumento para la recojo de datos fue la encuesta y el cuestionario. El procesamiento de datos se realizó dentro del análisis no paramétrico, donde se obtuvo que el clima organizacional guarda una relación positiva moderada con el desempeño laboral. Por lo tanto, se concluyó que la gestión y fomento del ambiente laboral a través de la implementación de la estructura organizacional en función a las necesidades de cada área, las relaciones interpersonales, así como de los estándares o normas organizacionales que rigen la operatividad de la entidad impulsa el aprovechamiento de la capacidad laboral para un desenvolvimiento eficaz en el logro de objetivos.

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How Authentic Leadership Promotes Job Performance? The Mediating Role of Organizational Climate

Cited by 9 publications

References 68 publications

Influence of HR Competence and Organizational Culture on Employee Performance in the Regional Financial and Asset Board of Paser Regency

Influence of HR Competence and Organizational Culture on Employee Performance in the Regional Financial and Asset Board of Paser Regency

Antecedents and Consequences of Innovative Work Behavior in Indonesian Higher Education During the COVID-19 Pandemic

Clima organizacional y desempeño laboral en una Caja Municipal

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